Apple Essay Example | Topics and Well Written Essays - 1500 words - 6

Apple - Essay Example There are also problems of transit from country to country caused by manufacturing and logistics of different countries. Economic factors are more inclined in the differences in currency of different countries which manufacture and assemble its technological software sector. After recession, most of the economic conditions of the countries involved improved significantly; however, this came with the increase in the prices of oil and consequently inflation. This inflation hit most global markets reducing the purchasing power of the consumers. As such, most of its technological software was considered a luxury as most of the consumers were unwilling to buy them. Furthermore, USA and Europe which are the major operators of Apple Inc. experience high rates of unemployment recently which reduced the sales of their technological products. The volatility of the currency exchange rate between countries makes the economic condition very unpredictable. There is a global call for all the manufacturing companies to produce products which are recyclable if not biodegradable. This move is propelled by many Environmental protection and Health & Safety initiatives and organizations which impose regulations and laws of environmental protection. This has been the fate of many countries where Apple operates and thus it affects its production by raining its production costs. This is unfavorable to the financial conditions of the company. Europe and Canada are some of the most hit areas which have been affected as the regulations require production of recyclable products. Technology is not static and thus requires Apple to be on the lookout for new and improved models. The fast technological changes coupled with the intense competition especially in the smart phone industry causes Apple to spend a lot of money on improving the quality of their products. This involves massive research and developed especially given the short nature of

Online Higher Education In UAE Essay Example | Topics and Well Written Essays - 3000 words

Online Higher Education In UAE - Essay Example The study aimed to evaluate on general overview of E learning in UAE learning institutions.Based on the collected data from the UAE students and staffs, the information will assist the institutions to understand on the barriers affecting adaptation of the E learning system. The higher learning institutions can then begin to analyze on how to combat the challenges at their disposal. The institutions can assess the source of the faculty and students’ negative attitudes in order formulate effective measures like online games or training to alleviate the issue. The institutions can also evaluate which course programs or courses have high E learning registrations to expand their acceptability. The UAE government can also utilize the information to assess the challenges students and higher learning institutions face while using the E learning system to formulate ways of promoting its user-ability and popularity within its borders. The system being expensive to implement, the UAE gov ernment can chip in through offering free technical training or subsidies to spearhead its adaptation among higher learning institutions. This paper makes a conclusion that one of the limitations that the study is likely to face is completion irregularities of the online questionnaire. Most of the students and staffs are normally occupied or busy where they may ignore the questionnaires. Some of the questionnaires can also be returned late, hence hindering the research.

Factory Act Essay Example for Free

Factory Act Essay In this Act, unless there is anything repugnant in the subject or context, adolescent means a person who has completed sixteen years but has not completed eighteen years of age,adult means a person who has completed eighteen years of age, child means a person who has not completed sixteen years of age,day means a period of twenty-four hours beginning at mid-night, explosive substance includes any materials for making any explosive substance; factory means any premises including the precincts thereof whereon ten or more workers are working or were working on any day of the preceding twelve months and in any part of which a manufacturing process is being carried on with or without the aid of power, but does not include a mine subject to the operation of the Mines Act. Power to apply the provisions of this Act to certain places. (1) The Government may, by notification in the official Gazette, declare that all or any of the provisions of this Act shall apply to any place wherein a manufacturing process is being carried on or is ordinarily carried on whether with or without the use of power whenever five or more workers are working therein or have worked therein on any day of the twelve months immediately preceding. (2) A notification under sub-section (1) may be made in respect of any one such place or in respect of any class of such places or generally in respect of all such places. 3) Notwithstanding anything contained in clause (f) of Section 2, a place to which all or any of the provisions of this Act are, for the time being, applicable in pursuance of a declaration under sub-section (l), shall, to the extent to which such provisions are so made applicable but not otherwise, be deemed to be a factory. Section 4. Power to declare departments to be separate factories. The Government may, by order in writing, direct that the different departments or branches of a specified factory be treated as separate factories for all or any of the purposes of this Act. Section 5. Power to exempt. The Government may, by notification in the official Gazette, exempt any factory or any class or description of factories from all or any of the provisions of this Act for such period as it may think fit in the public interest: Provided that no such exemption shall be made for a period exceeding six months at a time. Section 6. Notice to Inspector before commencement of work. (1) The occupier shall, at least fifteen days before he begins to occupy or use any premises as a factory send to the Chief Inspector a written notice containing the name and situation of the factory,the name and address of the occupier, the address to which communications relating to the factory may be sent,the nature of the manufacturing process (2) In respect of all factories which come within the scope of this Act for the first time, the occupier shall send a written notice to the Chief Inspector containing particulars specified in sub-section (1) within thirty days from the date of the commencement of this Act.. 3) Before a factory engaged in a manufacturing process, which is ordinarily carried on for less than one hundred and eighty working days in the year, resumes working, the occupier shall send a written notice to the Chief Inspector containing the particulars specified in sub-section (1) within thirty days before the date of the commencement of work. Whenever another person is appointed as Manager, the occupier shall send to the Chief Inspector a written notice of the change, within seven days from the date on which such person assumes charge. (5) During any period for which no person has been designated as Manager of the factory or during which the person so designated does not manage the factory, any person found acting as Manager or if no such person is found, the occupier himself shall be deemed to be the Manager of the factory for the purposes of this Act. Section 7. Seasonal Factory. The Government may, by notification in the official Gazette, declare any factory in which manufacturing processes are ordinarily carried on for not more than one hundred and eighty working days in the year and cannot be carried on except during particular seasons or at times dependent on the irregular action of natural forces, to be a seasonal factory for the purposes of this Act. Section 8. Approval of plans and fees for licensing and registration. (1) The Government may require that previous permission in writing be obtained in the prescribed manner from the Chief Inspector for the construction or extension of any factory or class or description of factories, require registration and licensing of factories or any class or description of factories and payment of fees for such registration and licensing or for the renewal of licences, in the prescribed manner. If, in accordance with the provisions of sub-section (1) an application for permission accompanied by the plans and specifications is sent to the Chief Inspector and no order is communicated to the applicant within two months from the date of its receipt by the Chief Inspector, the permission applied for in the said application shall be deemed to have been granted. (3) Where the Chief Inspector refuses to grant permission to the said construction or extension of a factory or to registration and licensing of a factory the applicant may, within sixty days of the date of such refusal, appeal to the Government.

Model Of Planned Organizational Change Management Essay

Model Of Planned Organizational Change Management Essay These changes require that we alter what we expect from the people we work with. We have to change the values we live by. Values like awareness, teamwork, tolerance, responsibility and information are paramount just as flexibility and change readiness. Overview Change management can be describe as the act of changing the current state of affairs to new ways of doing things through a series of activities including communication and education, leadership, and team work When switch from manual system to automate system we have to consider about the change management because organizational changes typically involve many different types and levels of personal loss for the people in the organization. For example, change always requires the effort to learn the new, which is a loss in terms of time and energy that could have been used elsewhere. Although some may welcome the learning opportunity, many of us dont want to invest that time and energy unless we are dissatisfied with the current arrangements or see powerful advantages to the proposed change. Upgrading to new software in which the future benefits may not be seen as sufficient to outweigh the short-term investment required to learn the new programs. Second, people want to feel good about themselves Ideally, people are able to take pride in their work, feel responsible for a job well done, feel they are part of a high-quality enterprise, and feel that their time has some significance. In many work situations, the work itself and the organizational culture make it difficult for people to feel good about themselves. In these poorer situations, people usually invent strategies to help them feel better about themselves, and these strategies involve getting some sense of control, belongingness, and significance out of their work. Sometimes this involves opposition to management, on the assumption that management is always up to no good. More commonly, the worker-management relationships are not completely alienated. Still, the workers strategies for achieving good feelings are unknown to or quite misunderstood by management. Therefore, change initiatives, unknowingly and unintentionally, threaten to cause the workers serious personal loss. Not surprisingly, the workers resist and do all they can to sabotage such change initiatives. Third, change initiatives often require large losses for middle managers. Generally, people perceive that information systems increase the ability of top executives to know more about what is going on and to exert more direct control. New systems require us to learn a new set of behaviors. Reasons for Change Factors may lead to a necessity for change To improve performance To reduce waste and inefficiency To improve management control and satisfaction of the employees To improve the quality and productivity of an organization To compete in the changing market environment To achieve the desired business results as early as possible Model of planned organizational change Change can be managed. By observing external trends, patterns and needs, managers use planned change to help the organization to adapt to external problems and opportunities. When organizations are caught flat footed, failing to anticipate or respond to new needs, management is at fault. Four events make up the change sequence: Internal and external forces for change exist Organization managers monitor these forces and become aware of a need for change; and The perceived need triggers the initiation for change, which Is then implemented. How each of these activities is handled depends upon the organization and managers styles. Organizational Development Organizational development (OD) is the application of behavioral science knowledge to improve an organizations health and effectiveness through its ability to cope with environmental changes, improve internal relationships, and increase problem-solving capabilities. Organizational development improves working relationships among employees. The following are three types of current problems that OD can help managers address. Mergers/Acquisitions Culture differences should be evaluated during the acquisition process, and OD experts can be used to smooth the integration of two firms. Organizational Decline/Revitalization OD techniques can contribute greatly to cultural revitalization by managing conflicts, fostering commitment, and facilitating communication. Conflict Management Conflict can occur at any time and place within a healthy organization. Organizational development efforts can help solve these kinds of conflicts. OD Activities. A number of OD activities have emerged in recent years. Some of the most popular and effective are as follows. Team-Building Activities Team building enhances the cohesiveness and success of organizational groups and teams. Survey-Feedback Activities Survey feedback begins with a questionnaire distributed to employees. Employees are engaged in problem solving based on the data received from questionnaire. Intergroup Activities These activities include retreats and workshops to improve the effectiveness of groups or departments that must work together. Process-Consultation Activities Organizational development consultants help managers understand the human processes within their organization and how to manage them. Symbolic Leadership Activities This approach helps managers to use the techniques for cultural change, including public statements, ceremonies, and slogans. Forces for Change Forces for organizational change exist both in the external environment and within the organization. Environmental Forces External forces originate in all environmental sectors, including competitors, technology, economic forces, Internal Forces Internal forces for change arise from internal activities and decisions. If top managers select a goal of rapid company growth, internal actions will have to be changed to meet that growth. Change Process Unfreezing: Moving: Refreezing: Breaking from the Instituting the reinforcing and old ways of doing change supporting the things new ways Unfreezing stage, Management realizes that its current practices are no longer appropriate and the company must break out of (unfreeze) its present pattern by doing things differently (Bateman Snell, 2004:559). This could be triggered by the environmental changes or the performance gap (drivers of change). In this stage, people need to move towards recognizing that some of the past ways of thinking, feeling and doing things are outdated. Bateman Snell (2004:559) state that the most effective way to do this is to communicate to people the negative consequences of the old ways by comparing the organizations performance to its competitors. However, care must be taken not to arouse peoples defensiveness by pinning the blame directly and entirely to them. Moving Institute change begins with establishing a vision of where the company is heading (Bateman Snell, 2004:560). The organization needs to get the vision right. This could be done by getting the people to establish a vision and strategy to focus on emotional and creative aspects necessary to drive service and efficiency. It is of critical importance to inspire people to move and make objectives real and relevant. In addition, a team has to be built with the right people in place with the right emotional commitment, and the right mix of skills and levels. This is complemented by Van der Linde (2002:47) in his highlight of the importance of visionary leadership in instituting change. Van der Linde (2002:47) contends that visionary leadership is engaged through clarity, commitment, communication, capabilities, organization culture, configuration and continuous learning. Refreezing Refers to the enhancement of the new behaviors that support the change The changes are spread and stabilized throughout the organization in order for people to identify and behave accordingly. During this stage, control measures, corrective and rewarding measures that support the change are implemented to change behaviors. Bateman Snell (2004:560) highlight the importance of guarding against refreezing rigid behaviors that might be problematic in future. Bateman Snell (2004:560) contend that, the behaviors that should be refrozen are those that promote continued adaptability, flexibility, experimentation, assessment of results and continuous improvement. Implementing Change Creative culture, idea champions and new-venture teams are ways to facilitate the initiation of new ideas. The other step to be managed in the change process is implementation. A new, idea will not benefit the organization until it is in place and being fully utilized. One frustration for managers is that employees often seem to resist change for no apparent reason. To effectively manage the implementation process, managers should be aware of the reason for employee resistance and be prepared to use. Techniques for obtaining employee cooperation are: Why Do Employees Resist Change Idea champion often discover that other employees are unenthusiastic about their new idea. Members of a new-venture group may be surprised when managers in the regular organization do not support or approve their innovations. Several reasons for employee resistance are: Self-Interest. Employees typically resist a change they believe will take away something of value. A proposed change in job design, structure, or technology may lead to a perceived loss of power, prestige, pay, or many company benefits. The fear of personal loss is perhaps the biggest obstacle to organizational change. Lack Of Understanding And Trust. Employees often do not understand the intended purpose of a change or distrust the intentions behind it. If the previous working relationships with an idea champion have been negative, resistance may occur. Uncertainty. Uncertainty is the lack of information about future events. It represents a fear of the unknown. Uncertainty is especially threatening for employees who have a low tolerance for a change and fear the novel and unusual. Different Assessment And Goals. Another reason for resistance to change is that people who will be affected by innovation may asses the situation differently from an idea champion or new-venture group. Managers in different departments pursue different goals and an innovation may detract from performance and goal achievement for some departments. The reasons for resistance are legitimate in the eyes of employees affected by the changes. The best procedure for managers is not to ignore resistance but to diagnose the reasons and design strategies to gain acceptance by users. The strategies for overcoming resistance to change typically involve two approaches: the analysis of resistance through the force field technique and the use of selective implementation tactics to overcome resistance. Force Field Analysis Its the process of determining which forces drive and which resist a proposed change. To implement a change, management should analyze the change forces. By selectively removing forces that restrain change, the driving forces will be strong enough to enable implementation. As restraining forces are reduced or removed, behavior will shift to incorporate the desired changes. Overcoming Resistance to Change The other approach to managing implementation is to adopt specific tactics to overcome employee resistance. The following five tactics have proven successful: Communication and Education. Communication and education are used when solid information about the change is needed by users and others who may resist implementation. Education is especially important when the change involves new technical knowledge or users are unfamiliar with the idea. Participation. Participation involves users and potential resisters in designing the change. This approach is time consuming, but it pays off because users understand and become committed to the change. Negotiation. Negotiation is more formal means of achieving cooperation. Negotiation uses formal bargaining to win acceptance and approval of a desired change. Coercion. Coercion means that managers use formal power to force employees to change. Resisters are told to accept the change or lose rewards or even their jobs. Coercion is necessary in crisis situation when a rapid response is urgent. Top Management Support. The visible support of top management also helps overcome resistance to change. Top management support symbolizes to all employees that the change is important for the organization. Benefits and significance of change management Some of the unique benefits of change management from organizational perspective are given below: Understanding environment (society, government, and customers) it is important for organization to understand, assess and gauge the dynamics in its external environment in order to envisage and establish an appropriate relationship with various actors like government, customers and society. Therefore managers by knowing the subject of change management can better be prepared to understand whatever is going on in the environment. Objectives, strategy formulation implementation (to develop competitive advantage) second is consequent upon knowing the impact of change at extraneous level on its own internal dynamics, and the foremost is objective setting and seeking competitive advantage. Employees (trained, high performing work practices, reliable organization) The employees are the recipient of change plan. One such perpetual concern of senior managers is to make organization highly reliable; therefore employees ought to be trained and high performing one in todays hyper competitive world Technology Issues Technology is considered the engine of growth in todays world. Perhaps the greatest challenge for contemporary organizations is the acquisition and integration of technology in its strategy, structure and process. CONCLUSION change management and its impact during the implementation of a new business model including a shared service. The implementation of shared services requires a significant integration and coordination, including human resources, to ensure success. To be a partner to the business, the shared services unit and its employees must understand profoundly what capabilities drive successful implementation and how the nature of work affects those capabilities.

The Tibetan Family Essay -- Tibet Marriage Children Women Papers

The Tibetan Family Family life is the core element that defines the population of a country. It gives Identity to a group people by the way they carry out their day to day operations and the customs and ideals that are unique to that group of people. Family life can be difficult to define as it comprises so many elements; such as housing, education, gender roles, family size, health, education, and religion. These are all critical inputs that ultimately determine the situation in a family and how that group of people goes about their lives. There are no ‘typical’ Tibetan families; some are rich, some are poor, some are nomadic others are urban, some families live in Tibet but there are also a great number living in exile in other countries. They all have one thing in common though; every Tibetan family has been either directly or indirectly affected by the Chinese occupation. The Tibetan people have been forced to abandon their old methods and principles that defined who they were as a culture and now have to try to adapt to the new ones that have been forced upon them. This paper will examine the many ways in which Tibetan families have been directly and indirectly affected through examining the inherent components that define a Tibetan family, and how these have changed since the Chinese occupation. Family life in Tibet has changed forever and the Tibetans have been forced into a metamorphosis and restructuring of their family life to assume a new form. It looks as though their former heritage is likely to be lost forever. Defining a ‘typical’ Tibetan family is a near impossible task because the structure and dynamics of every family are as unique as the individuals that comprise them. I will begin by first examinin... ...Dec 28 1994, http://www.tibet.ca/wtnarchive/1994/12/28_1.html [14] Free Tibet Campaign, 11/18/03, http://www.freetibet.org/info/facts/fact6.html [15] Free Tibet Campaign, 11/18/03, http://www.freetibet.org/info/facts/fact6.html [16] Victor Mansfield, Oral Statement, Colgate University, 2003 [17] Households and Women in Tibetan Pastoral Region, Chinese Sociology and Anthropology, vol. 35, no. 2, pg 4 [18] Households and Women in Tibetan Pastoral Region, Chinese Sociology and Anthropology, vol. 35, no. 2, pg 4 [19] The Making of Modern Tibet, A. Tom Grunfeld 1987, pg 18 [20] Households and Women in Tibetan Pastoral Region, Chinese Sociology and Anthropology, vol. 35, no. 2, pg 5 [21] The Making of Modern Tibet, A. Tom Grunfeld 1987, pg 16 [22] Immigrant Tibetan Children in US Schools: An Invisible Minority Group, Nawang Phuntsog [23] Ibid

LOreal Case Study :: essays research papers

Recognizing the increasing rate of obesity in both children and adults Effortless Innovations, was founded with the goal of decreasing the obesity rate of both children and adults by providing quality exercise equipment for both children and their parents that promote physical activity both indoors and outdoors. Due to the recent increase in the popularity of video games, our company is forced to compete with them in order to make our products more appealing to our target market. It is a trampoline that is surrounded by a protective covering to prevent accidental injury. The jump-o- line also has a carb counter as well as a CD player featured on the side so that you can keep track of how much fat you are burning as well as have music to entertain yourself. The jump-o-line is available in different sizes the standard being 12 foot but 10 and 14 foot also available. We would be targeting parents as well as children. The jump-o-line would be to promote parents and children exercising outdoors together. We would try to make this product as affordable as possible in order to encourage its usage by people from every economic background. One demographic factor that we are taking in to consideration is age; the group that we are targeting is children ages 8-13. We would be targeting the southern and western states because of their warmer climate, which makes our product ideal for outside fun for the entire family. Children and Parents are increasingly overweight; this would promote physical activity as well as encourage parents and children to play, interact and exercise together. Consumers of all races as economic classes could benefit from this product. However, we would be targeting the individuals and families in the working class. The trampoline is a product that is already in existence but we believe that with a few minor changes (CD player and carbohydrate counter) the Jump-o-line will boost the popularity with children. The major competitors to the Jump-o-line are the other trampoline providers such as: 1.  Ã‚  Ã‚  Ã‚  Ã‚  38† Mini Trampoline available at Goods and Deeds for $29.99 2.  Ã‚  Ã‚  Ã‚  Ã‚  Jumpking 15’ Trampoline and Trampoline enclosure available at Elite Deals for $549.95 3.  Ã‚  Ã‚  Ã‚  Ã‚  Land Trampoline 12’available at KB toys for $199.99 4.  Ã‚  Ã‚  Ã‚  Ã‚  Trampoline plus Enclosure Combo available at JCPenny for $299.99 5.  Ã‚  Ã‚  Ã‚  Ã‚  Gaiam Trampoline- Yoga Yoga Gear available at Wal-Mart for $99.95 All of the current competitors sell the idea of fun and excitement. However, the Jump-o-line offers much more and in some cases a more reasonable price.

“Lord of the Flies”: Why Ralph is the Best Leader Essay

In Lord of the Flies, when a group of young boys are stranded on an island and left their own devices, a leader must be chosen. What separates a good leader is someone who cares for the greater good of the group and their well being rather than just caring about themselves. Some of the boys are better leaders than others and through characterization we see who is most capable of being chief. Ralph is the most qualified leader on the island because of his leadership skills, his talent of obtaining order, his unwillingness to let his id take over, and his democratic traditions. Ralphs leadership skills are what gets the boys support and motivates them towards a common goal. Shortly after all the children find each other Ralphs first instinct is that the island should choose a leader. The boys hold an election and because of Ralphs charisma and prestige they elect him. While the other boys are interested in playing and having fun on the island, Ralph is thinking about ways to stay alive and get rescued. Ralph displays his leadership skills through his speeches and presence in front of an audience; he holds a meeting in which he proposes a signal fire and creates a new goal for the island, which is to keep the smoke signal going: A fire! Make a fire, [the boys shouted]. At once half the boys were on their feet (38). By setting rules and boundaries, Ralph creates order and peace on the island like a true leader. Using the conch, which first helped unify all the boys together, Ralph creates a method of organization. He forms a rule that only the person holding the conch, a symbol of order, has the right to speak and may not be interrupted, thus giving limitations to the people. He also enforces rules to help keep the fire burning, which he believes is their only means of being rescued. In order to keep the island tidy, Ralph creates specific areas to go to the bathroom, keep potable water, build shelters, etc. Ralph knows that in order to maintain a civilized society there must be restrictions and laws: We ought to have more rules (42). Ralph is an excellent idol and leader of the island because of his morality and civilized actions during a time of anarchy. As the other boys on the island begin to form their own government, one full of destruction and chaos, Ralph prefers to maintain his moral and educated characteristics. On  their island without parents or police enforcement, the other children begin to lose their humane personas and become primitive, letting their id take over, however, Ralph continues to carry out plans and think with a conscience. When the children on the island loose all control and kill one of the boys Ralph is the only who has a sense of civilization and can realistically evaluate their actions for what it is: That was murder (156). While the other boys on the island loose all conditioning, Ralph remains civilized and preserves his ego. Ralphs characteristics and form of government represents the most fair and pure rule, democracy. He holds a government is which all people take action in political activities; before any decision is made Ralph gives all the boys a chance to give their opinions and be part of the decision-making. Just like in all democratic systems, Ralph offers everybody freedom and equality. Ralphs characteristics of morality, leadership and organization are all major qualities of a democratic ruler. When Ralph sees the Lord of the Flies, a sows skull on a stake, he knocks it down and breaks it into pieces. The smashing of the sows skull symbolizes Ralphs disgust towards totalitarianism and savagery. Instead of the harshness of a military based society Ralph prefers a peaceful society in which all citizens have a voice. When it comes to the greater good of civilization and having a fair administration, Ralph is the best leader on the island. His leadership skills, organizational skills, moral principles, and other democratic character traits are all crucial for a chief to have. Ralph wants what is best for the island and makes sure to get it in a diplomatic way. Through his speaking skills and organization, Ralph can persuade well and have great influence over his people. Ralph is the most excellent leader on the island and represents the finest form of government. Bibliography: Lord of the Flies by William Golding